Sentences with phrase «system of higher salaries»

Not exact matches

The question of which side held the moral high ground — the NHL with its demand for a link between revenues and salaries or the NHLPA with its market - based system — would be rendered moot; high ground vanishes immediately when 30 owners and 700 - plus players follow their leaders off a cliff.

The problem with the Pension System is who is allowed into it and how they are allowed to raise their Final Average Salary (FAS), or the average of their three highest years in the System.

It joined other groups in questioning why the government felt unable to spend the money designing a fairer system that avoided punishing one income families living on a salary of # 44,000, who lost the benefit, and two income families where each workers kept their income below the higher rate threshold.

It will also require most workers to increase the portion of their salaries that they contribute to the pension system, with the highest income earners contributing 6 percent.

The authors of Risk believed that the system was mainly in need of internal reforms: tougher coursework and graduation requirements, higher and more flexible salaries for teachers, a longer school -LSB-...]

Employees of the system often push for higher salaries, expanded benefits, retirement sweeteners, and other advantages that districts simply can't afford, but that union - friendly boards agree to anyway.

Thus, during their years of teaching, future superintendents pay into the system a percentage of their teaching salaries, but their benefits years later, after the promotions, are determined entirely by the highest three years of pay, not by lifetime contributions.

One of the insights in The Innovator's Prescription, a book about solving the problems afflicting the nation's health - care system by Clayton Christensen, Dr. Jason Hwang, and Dr. Jerome Grossman, is that we won't get more affordable health care by asking high - salary individuals to take lower salaries.

The authors of Risk believed that the system was mainly in need of internal reforms: tougher coursework and graduation requirements, higher and more flexible salaries for teachers, a longer school day and year.

The report also found that since teacher salaries and benefits make up the bulk of school budgets, a fair funding system was needed to provide an equitable distribution of high - quality teachers in all districts.

A career educator can work and pay into the retirement system with lower teacher or principal contribution rates for the majority of their working years and still qualify for a pension for the rest of their life based on their much higher superintendent's salary.

As senior - level administrators are both the stewards of the pension system and the recipients of the highest net benefits, the authors conclude, «There is no reason to expect school administrators or their organizations to support reforms that would provide a more modern and mobile retirement system for young educators» and suggest that districts could be recruiting young teachers more effectively by putting money in upfront salaries rather than in end - of - career pension benefits.

«Teacher retention has been broadly stable for 20 years and the annual average salaries for teachers in the UK are also greater than the OECD average, and higher than many of Europe's high - performing education systems like Finland, Norway or Sweden.»

The city could have made a strong statement about the value of high - quality educators, but instead chose to keep in place a «step and lane» system that awards salary increases for years spent on the job and graduate degrees earned, even though research clearly shows that degrees have no impact on outcomes for children.

About $ 50 million of a 2010 gift from Facebook founder Mark Zuckerberg helped pay for provisions in the five - year contract, including higher base salaries for all Newark teachers plus annual raises for teachers who are rated well under a new evaluation system.

Policy makers will begin to jettison the archaic system of awarding teachers continuing education credits and modest salary bumps for attending externally driven workshops and will turn to Digital Promise and its partners in creating microcredentials that allow teachers to drive their own high - quality professional learning — and be recognized and rewarded for it.

Teachers in the CPC program have at least a bachelor's degree along with a certification in early childhood education.18 Staff compensation is relatively high compared to most preschool staff, mirroring the salary schedule of the Chicago Public School system, which reduces teacher turnover.19 In addition to teachers and classroom aides, students also are monitored by parent volunteers, home visit representatives, clerks, nurses, speech therapists, and other administrative staff who are associated with the public school program.

The agencies — the Board of Governors of the Federal Reserve System, the Consumer Financial Protection Bureau, the Federal Deposit Insurance Corporation, the National Credit Union Administration, and the Office of the Comptroller of the Currency — and the SLC recognize that the competitive job market, traditionally low entry - level salaries, and higher student debt loads can contribute to some borrowers preferring greater flexibility with their payments as they transition into the labor market.

Similarly, employers who have the resources to offer the highest levels of salary or prestige could develop multifaceted evaluation systems of their own.

Those working in areas of nonresidential building and utility system construction tend to earn the highest annual mean salaries.

When you utilize a resume that is written by experienced staffing professionals, that focuses on your accomplishments with keywords that both peak the interest of hiring managers and fulfill the requirements of computer software screening systems, you'll be one step closer to success, and can increase your chances of receiving more job opportunities and a higher salary.

Your Duties: - Use sales and business development to network and build clients across a designated area - Account Management; maintaining / building relationships with clients - Develop a good understanding of clients, the industry and how they operate - Advertising vacancies and attracting high quality candidates - Management of internal systems - Coordination of staffing rotas and requirements - Recruitment of candidates including interviews and compliance - Conducting candidate interviews The Benefits: - Competitive Base Salary - Generous Commission Structure - 25 Days Annual Leave - Training and Development Opportunities - Career Progression - Pension Scheme About Pin Point: Pin Point Recruitment was launched in 1998 and has forged an enviable reputation within the UK recruitment market.

* Experience of working with Computerised maintenance management systems (CMMS) * Familiar with safe systems of work such as Permit to Work, Enter, Hot Work, Confined Space Entry * High concern for Safety and standards Details: * Salary: # 32500 a year * Hours of Work: 8 hour days - 37.5 hrs per week with an element of cover for some 12 hour shifts during the year (approx 10 - 15 days) * Duration: Permanent Role of a Maintenance Engineer: * Work under the guidance of the engineering supervisor to perform and complete the assigned duties * Maintain accurate records of maintenance data input / output * Evaluate equipment performance and recommend improvements * Following safety procedures and company policies for equipment operation Benefits of working as a Maintenance Engineer: * 25 days holiday plus 8 B / Holidays * Career progression * Private Health care, * Defined Contribution Pension Scheme If you are interested in the role of Maintenance Engineer please click apply.

Salary: BOE Hours per week: 40 Duties: Duties: Provide overall management and support for the wellbeing and training of up to 40 Soldiers lending support for a brigade of M142 High Mobility Artillery Rocket Systems (HIMARS) MLRS sSystems (HIMARS) MLRS systemssystems.

The Chasm Group, LLC and Chasm Institute, LLC (San Bruno, CA) 1997 — 2008 Business Operations Manager • Managed all daily operational tasks for leading multi-million dollar high - tech market strategy consultancy, while providing executive administration to C - level executives and venture capital partners • Developed and managed the firm's annual budget, proposing and implementing expense cuts, producing monthly reports and financial statements, and coordinating with CPA firm for accurate and timely filings • Oversaw all client relationship management efforts while cultivating new business efforts from concept to implementation, providing high - quality service in sales efforts while utilizing new lead tracking system • Negotiated and managed all contracts, stock grants, and financing arrangements, working closely with outside counsel to draft legal documents and resolve LLC - and proprietary - related issues • Led three office space build - outs and two office relocations, managing all aspects of each process under aggressive timeline and budget expectations • Reduced firm telecom expenses by 22 % by streamlining IT objectives, including migration to VOIP phone system, software / hardware purchases, domain renewals, and outsourced technical support • Directed all phases of staff recruitment while creating and implementing all HR policies and programs, including comprehensive employee benefits plans • Supervised multiple administrative staff members, conducted performance appraisals and wage / salary surveys in comparison to incentive program guidelines, and maintained HR files in accordance with legal mandates • Produced all out - going client invoices in an accurate and timely fashion to increase, cash flow and reduce aging receivables, providing consistent attention to overhead costs and vendor arrangements • Administered all company insurance policies, including E&O, general liability, bonds, partner life and disability, conducting annual benefits reviews and employee / company insurance audits • Obtained necessary certificates for consulting contracts while processing federal, state, and local business reporting requirements to maintain licenses and incorporation status • Directed all marketing efforts and oversaw logistical aspects of national educational workshop series, utilizing sponsorship arrangements to offset production costs • Transformed «brochure» website into a dynamic tool to better illustrate company opportunities through relevant case studies, as well as maintaining all other promotional media, including press kits and video Association of California School Administrators (Burlingame, CA) 1993 — 1997 Issues and Planning Committee Coordinator • Executed all phases of event planning and implementation for a membership - driven organization including 23 state committees, 5 task forces, 6 strategic planning conferences, and a conference of 1,500 attendees • Focused on facility evaluations, bid requests, site visits, contract negotiations, and all pre - and post-conference planning processes • Produced statistical and financial reports, including budget projections and cost monitoring for developmental training efforts • Oversaw all participant - level responsibilities, including inquiries, eligibility, registration, correspondence, and billing statements • Managed all legal professional standards calls for Northern California regions, including the processing of attorney authorizations, the preparation of legal assistance letters, and liens on cause of action • Served as second point of contact for computer inquiries and troubleshooting efforts as well as provided back - up executive administrative support for Executive Director, Committee Chairs, and the State Superintendent of Public Instruction • Held responsibility for software installation and hardware configuration while performing weekly AS / 400 backup and report generation